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welcome to the 6 figure Business Mastery podcast

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where every week Kirsten and Genie

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dive

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into the essential topics to fuel your business growth

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from copywriting to course creation

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mindset to video marketing

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they've got you covered

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tune in for expert guest interviews on all things

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marketing and business

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and learn how to work on your business

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not just in so

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get ready to unlock your business potential

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and take it to the next level

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most entrepreneurs

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dream of building a high performing team

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but few realize that the key

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actually lies in mastering the fundamentals of HR

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so today

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I'm excited to introduce you to Vicky Brown from E

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Domenio Enterprises she is an HR expert

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and so we're gonna hear about some of her

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smartest tips for us so thanks for joining us Vicky

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it's lovely to have you

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oh thank you so much Jeannie

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I'm really thrilled to be here

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no thank you

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so tell us a little bit about how did e

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dominio come to be and um

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you know kind of your journey to where you are now

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sure e dominio

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I understand is a challenging word to say

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and a challenging word to spell

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and everyone wants to know what it has to do with HR

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and my answer is other than in my brain

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absolutely nothing

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the reason I named the company that is because

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in part of my alter ego in my prior life I

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um I'm also a lyric soprano

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so I sing opera

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and I was doing that in parallel

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with working in business for 25 seasons

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or something like that so a long time

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and Idomeneo is actually the name of an opera by Mozart

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and it's has you know

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some of my favorite arias in it

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and when I was thinking about naming the company

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I wanted to

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name it something that didn't specifically have HR

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in the name but more importantly

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when I was singing opera I was kind of like

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you know Third Villager from the left

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I'm in the chorus so

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I certainly had a lot of time on stage

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and also with the LA Philharmonic

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to sit and wait through various movements

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until it was time for me to sing again

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so I can't tell you how many times

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I solved business issues while I was sitting there

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listening to a world class orchestra

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in the middle of it literally

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and waiting for my opportunity to sing again

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and alternately

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I can't tell you how many times I was able to

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I'll say calm down creatively

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by going to my office

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and working in business and solving problems there

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so both sides of my brain

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kind of helps the other side exist and

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thrive and so

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I wanted to always remember

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the creative side of my brain as well

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now of course being a human being

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we are adaptable so now Domino's simply means HR to me

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so I don't know that if that worked that well

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but that's the origin story

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oh I love that

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you have the creative side and the business side

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and that they work so well together

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they really do

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and I like to say they keep me sane or as sane as I am

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so how did you get into HR

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yeah I actually kind of came in through a side door

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I was working

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at HBO back in the early early

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early days and I was the executive assistant

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for the head of that particular office

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the office here in LA and when new hires came on

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uh corporate HR

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in New York said they need some sort of documents

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like tax forms and things

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you're in charge and here's the uh

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business card of the labor attorney

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we have out there in California

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so find out what's going on

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we don't know because California is weird

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and you guys go your own way

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so ask him your questions

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because we don't have an answer for that

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and so I literally Learned HR at the at the

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you know at the knee of of labor Council

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and in fact

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he is still my labor council today for a Domino's

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oh that's fantastic

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yeah I can appreciate that because back in the day

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I worked at MTV Networks in Detroit and in Chicago

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and you know

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we were small offices

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so it was not uncommon for them to say

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we'll just figure it out

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exactly and that made us really resilient

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so without a doubt

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so let's talk about human resources for entrepreneurs

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kind of tell us

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what it is that a solo entrepreneur

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a small business really needs to know about HR sure

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one of the reasons I talk about this topic at all

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is because you know

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very often

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small business owner

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is someone who was a subject matter expert

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inside of a corporation or a large

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larger organization

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and they decide to leave and kind of

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hang out their own shingle

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they're really great in their subject matter

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but there is a

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world of things that they don't know anything about

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I know that was true for me

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I actually had a lot of business experience

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because I was the chief HR officer

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you know on my career

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so I had a lot

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a lot of opportunity to see business from the very top

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from the sea suite but when I started my business

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I didn't know anything about sales

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I didn't know anything about accounting

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I didn't know anything about marketing

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I didn't know anything about anything

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you know

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and when folks start and start bringing on team members

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because now they're growing and they need support

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very often they don't know anything about

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you know selecting a team

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creating a high performing team

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developing them

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them and making sure that you have people

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who are going to realize your vision of success for the

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your company and so

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I realized that

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it's a muscle that a lot of people just don't have

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and besides PS you're focused on growing your business

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so you're not really worried about

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you're not gonna take a bunch of HR courses

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you know what I mean so

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we really wanted to

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not only be the backstop for those entrepreneurs

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and really take HR off their plate

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which is what Idomeneo does

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we're the HR department for our clients

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so soup to nuts a to Z

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everything involving people um

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but for entrepreneurs who aren't quite there yet

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or don't feel like they really want to fully outsource

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that role yet

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that's our leaders journey

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um experience division

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and basically it's an education and community division

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so that is focused on giving entrepreneurs the tools

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that they need

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to get through the people part of their day

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but doing it in a way that is not filled with jargon

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and all the HR

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terms that my colleagues and I love to use

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really doing it in a way you know

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going back to my entrepreneurial roots

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and really understanding what I need to know

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as succinctly as possible

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with as many tools and tips and checklist

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and things that I can just kind of get through

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when I talk to entrepreneurs

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and I talk to them about building a team

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I tell them to a person it starts with your vision

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I know that that can be really annoying to hear

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because you're like

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I just want to post the job and start interviewing

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people because I have a need right this minute

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but the reality is that

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until you are really rock solid on

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what target you're trying to

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hit you're going to have difficulty

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getting the right team members

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to help you hit that target

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so your vision is the first thing

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once you've locked in

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what your vision for the organization is

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then you start looking at

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what do I need to help me realize that vision

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and then you start understanding what kind of

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support you need and I like to work backward

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I like to start with you know

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when I started edamame

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I literally built out an org chart

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that was like 30 pages long

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it had 600 people in it

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we do not have 600 people in our company

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but you know I was planning for the big goal

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the big picture

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and then I could work backward from there

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and that's what you should do

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because once you really know what you're headed for

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then you can really start

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filling in those gaps early on

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and you know

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I always say start with the end game and work backward

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and you know

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and market market

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market market that job

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just like you would market for your clients

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or prospective clients yeah

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you were dreaming big

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I go a little overboard but yes

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hey there's nothing wrong with that

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I totally could appreciate

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you know going from corporate to an entrepreneur

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lifestyle is totally full of unexpected turns

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and things that

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skills that you never really wanted to learn

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and thankfully for companies like yours

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people don't have to learn right

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so are there

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are there specific industries that you work with

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I know you said you kind of do skills wise

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you help people soup to nuts

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so I guess

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deciding on what products they sell

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or helping them decide marketing

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you mentioned so

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tell us a little bit more about that

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yeah it's actually

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you know the best laid plans

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I was you know

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I can say oh

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we work in this in this industry

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in that industry in that industry

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the reality is at this point

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it's easier to say the industries we don't work in

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so we typically don't work in unionized

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or labor environments

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and we don't work in big medical

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big transportation things like that

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now

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the last time I said we don't work in transportation

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we got a trucking company

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so you know

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I have to be it's all of this

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take everything with a grain of salt

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but typically our clients are entertainment accounting

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we have medical we have retail

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we have a goodly amount of retail actually

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which was kind of surprising to me

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we really do you know handle clients across the board

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and I think it's really valuable

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because I have a lot of different experiences

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inside my organization

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I have team members who come from

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who come from medical actually

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or come from retail or come from entertainment

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and so then

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can kind of add that little

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extra special understanding

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to the issues that the clients are facing

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but remained domestic so when we started

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we did have a client friends and family beta client

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and they were international

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so for the first few years of our existence

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we actually you know we grew with that business

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and so they had offices in the Philippines and India

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and

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I was doing

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conference calls at 2:00am on Sunday morning

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really wanted to get away from that

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so so we did kind of niche down into domestic

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but we deal with all across the nation

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clients all across the nation

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excellent so tell me a little bit about what

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what's most important for entrepreneurs

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or small business owners to know about compliance

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for as far as HR is concerned

290

00:10:28,100 --> 00:10:29,766

sure I'm gonna go with the low hanging fruit

291

00:10:30,900 --> 00:10:33,266

I'm sure your listeners have heard this before

292

00:10:33,266 --> 00:10:33,833

but I can't be said enough

293

00:10:35,233 --> 00:10:39,366

there are two areas that are so easy to get wrong

294

00:10:39,366 --> 00:10:40,933

and they can be tremendously expensive

295

00:10:41,866 --> 00:10:46,366

one is bringing people on and misclassifying them

296

00:10:46,366 --> 00:10:48,000

meaning you say I'm gonna pay you a salary

297

00:10:49,700 --> 00:10:52,300

your job isn't eligible for overtime cause I think it

298

00:10:52,300 --> 00:10:53,466

you know is exempt

299

00:10:53,633 --> 00:10:55,000

again the HR jargon

300

00:10:55,233 --> 00:10:58,666

when in reality the job duties don't meet the

301

00:10:58,666 --> 00:11:00,466

the exemption requirements

302

00:11:00,566 --> 00:11:03,600

so that person really should be eligible for overtime

303

00:11:03,666 --> 00:11:04,333

and where where folks get confused is they feel like

304

00:11:08,066 --> 00:11:10,100

if I talk to the employee

305

00:11:10,100 --> 00:11:14,233

and we both agree that it is an exempt level job

306

00:11:14,233 --> 00:11:16,766

then we're fine unfortunately

307

00:11:16,766 --> 00:11:17,800

the powers that be and that is the IRS

308

00:11:19,466 --> 00:11:20,866

the department of labor

309

00:11:20,866 --> 00:11:22,033

your state employment departments

310

00:11:23,433 --> 00:11:24,766

they're the arbiters they're the deciders

311

00:11:25,500 --> 00:11:28,566

they get to figure it out and what they say goes

312

00:11:28,566 --> 00:11:32,566

so you can't agree it away with the employee

313

00:11:32,566 --> 00:11:33,233

so that's a really big one

314

00:11:34,366 --> 00:11:36,633

and then the other thing that I see all the time

315

00:11:36,633 --> 00:11:38,133

is actually bringing someone

316

00:11:38,266 --> 00:11:40,266

and as an independent contractor

317

00:11:40,333 --> 00:11:43,800

when they actually would qualify as an employee and

318

00:11:44,066 --> 00:11:46,033

and depending on where you're located

319

00:11:46,033 --> 00:11:48,633

that could be a bigger problem than not

320

00:11:48,633 --> 00:11:51,166

there are some federal guidelines and again

321

00:11:51,166 --> 00:11:52,633

at the federal level

322

00:11:52,666 --> 00:11:55,633

a lot of different agencies are involved in this

323

00:11:55,633 --> 00:11:57,066

because you know

324

00:11:57,066 --> 00:11:59,233

the IRS wants its payroll taxes

325

00:11:59,266 --> 00:12:01,533

The Department of labor wants to make sure that you

326

00:12:01,533 --> 00:12:04,066

your counting employees as employees

327

00:12:04,066 --> 00:12:06,166

versus independent contractors etcetera

328

00:12:06,166 --> 00:12:08,333

a lot of states certainly California

329

00:12:08,333 --> 00:12:09,766

but a lot of different states

330

00:12:09,766 --> 00:12:11,566

have very specific guidelines

331

00:12:11,566 --> 00:12:12,833

around independent contractors

332

00:12:12,833 --> 00:12:14,766

so it is critically important

333

00:12:14,766 --> 00:12:15,000

this is the time in the discussion where I say

334

00:12:17,500 --> 00:12:18,933

I am not a labor attorney

335

00:12:18,933 --> 00:12:19,900

I'm not an attorney of any type

336

00:12:20,866 --> 00:12:22,566

I don't play one on TV

337

00:12:22,633 --> 00:12:26,300

but I do know that you need to be joined at the hip

338

00:12:26,300 --> 00:12:28,900

with your labor attorney when you're talking about

339

00:12:28,900 --> 00:12:29,133

bring someone on as an independent contractor

340

00:12:31,266 --> 00:12:33,566

just to make sure because if you get that wrong

341

00:12:34,766 --> 00:12:38,766

you could be on the hook for unpaid wages

342

00:12:38,900 --> 00:12:41,233

for not paying them correctly

343

00:12:41,266 --> 00:12:44,366

for payroll taxes on the employee and the employer

344

00:12:44,466 --> 00:12:46,566

side and penalties

345

00:12:46,766 --> 00:12:47,100

you don't want that to happen wow yeah

346

00:12:49,100 --> 00:12:49,566

that's a lot and I think it's

347

00:12:51,400 --> 00:12:52,500

it's attractive to

348

00:12:52,500 --> 00:12:55,233

wanna hire someone as an independent contractor because

349

00:12:55,233 --> 00:12:57,233

you know you don't have to pay their you know

350

00:12:57,233 --> 00:12:59,033

health benefits and you know

351

00:12:59,033 --> 00:12:59,333

so it's it's much more affordable per se

352

00:13:02,033 --> 00:13:02,333

so it's much more enticing

353

00:13:03,633 --> 00:13:07,466

it's really smart for people to double check

354

00:13:07,666 --> 00:13:09,133

with a labor attorney

355

00:13:09,133 --> 00:13:10,666

and is that who they should check with

356

00:13:10,666 --> 00:13:13,066

as a labor attorney absolutely

357

00:13:13,166 --> 00:13:14,433

you can also check with and HR

358

00:13:14,900 --> 00:13:15,500

professional

359

00:13:15,500 --> 00:13:17,666

because there are some things that are just

360

00:13:17,700 --> 00:13:19,133

black and white really clear

361

00:13:19,133 --> 00:13:20,600

we can tell you right away

362

00:13:20,633 --> 00:13:22,166

that person doesn't qualify

363

00:13:22,166 --> 00:13:23,733

as an independent contractor

364

00:13:23,733 --> 00:13:25,833

but there are other things that might be on the line

365

00:13:25,833 --> 00:13:27,300

in which case if you're talking to to a good HR um

366

00:13:29,033 --> 00:13:29,566

consultant

367

00:13:29,566 --> 00:13:31,500

they will say check with Labor Council on that gotcha

368

00:13:33,033 --> 00:13:35,300

and now specifically does your company

369

00:13:35,300 --> 00:13:37,166

work with people in other states

370

00:13:37,166 --> 00:13:39,233

or are you specific to California

371

00:13:39,500 --> 00:13:41,533

we actually have clients all over the nation

372

00:13:41,533 --> 00:13:44,200

in fact some of our largest clients have offices

373

00:13:44,233 --> 00:13:45,733

their corporate offices in New York

374

00:13:45,733 --> 00:13:48,433

and Chicago and Florida and so we're everywhere

375

00:13:48,900 --> 00:13:50,533

I love that awesome

376

00:13:50,700 --> 00:13:54,133

so let's talk a little bit about how to

377

00:13:54,166 --> 00:13:56,500

if you decided you've got this big dream

378

00:13:56,500 --> 00:13:58,800

and you wanna build this team

379

00:13:58,933 --> 00:14:00,100

what is what's the first step or you know

380

00:14:02,233 --> 00:14:05,100

how do people find that train

381

00:14:05,700 --> 00:14:08,333

you know get the best performing team

382

00:14:08,333 --> 00:14:09,300

what would be your recommendations for that

383

00:14:11,066 --> 00:14:12,166

I would say

384

00:14:12,166 --> 00:14:14,500

the very first thing you're probably gonna do is

385

00:14:14,500 --> 00:14:17,633

post the job and don't forget your network

386

00:14:17,633 --> 00:14:20,033

by the way and I mean your full network

387

00:14:20,033 --> 00:14:22,066

so reach out to the people that you know

388

00:14:22,066 --> 00:14:22,866

colleagues

389

00:14:22,900 --> 00:14:24,033

work colleagues

390

00:14:24,133 --> 00:14:26,700

as well as people in your personal network

391

00:14:26,700 --> 00:14:27,333

really cast a wide net

392

00:14:28,566 --> 00:14:30,966

you never know when excellent talent

393

00:14:30,966 --> 00:14:32,266

where that's gonna come from

394

00:14:32,266 --> 00:14:34,766

but you're probably also going to post the job

395

00:14:34,766 --> 00:14:35,833

when you post the job

396

00:14:35,833 --> 00:14:37,966

that does not mean take a job description

397

00:14:37,966 --> 00:14:39,633

and throw it up on indeed

398

00:14:39,633 --> 00:14:41,766

or LinkedIn and you're good to go

399

00:14:42,033 --> 00:14:44,900

recruiting is a marketing exercise

400

00:14:44,900 --> 00:14:46,933

so when you're talking about attracting

401

00:14:46,933 --> 00:14:51,466

high performing talent you can't just say oh

402

00:14:51,466 --> 00:14:54,800

here's the job apply for it you're selling

403

00:14:55,066 --> 00:14:57,533

selling your vision you're selling your company

404

00:14:57,533 --> 00:15:00,633

you're selling the fact that this is an amazing place

405

00:15:00,666 --> 00:15:01,333

for that

406

00:15:01,333 --> 00:15:03,633

high performing person to work it

407

00:15:03,633 --> 00:15:05,700

will offer them development in their career

408

00:15:05,700 --> 00:15:07,733

it will go offer them opportunities

409

00:15:07,800 --> 00:15:10,666

to stretch their skills and experience different

410

00:15:10,833 --> 00:15:14,666

types of work and so you really need to sell that

411

00:15:14,666 --> 00:15:15,733

and that

412

00:15:15,733 --> 00:15:17,866

that's generally easy for an entrepreneur to do

413

00:15:17,866 --> 00:15:18,933

we love our businesses

414

00:15:18,933 --> 00:15:20,100

and we can talk about them forever

415

00:15:21,133 --> 00:15:24,233

so make sure that when you're posting

416

00:15:24,300 --> 00:15:26,233

you're being specific around

417

00:15:26,366 --> 00:15:28,533

selling the perks of the company

418

00:15:28,533 --> 00:15:28,900

if you know have a give back plan or any kind of

419

00:15:32,766 --> 00:15:33,066

you know

420

00:15:33,066 --> 00:15:35,366

you work with habitat for humanity or something

421

00:15:35,666 --> 00:15:38,800

make sure that that's part of your careers page

422

00:15:38,800 --> 00:15:41,800

I love video I love having

423

00:15:41,833 --> 00:15:44,700

testimonials from inside your organization

424

00:15:44,700 --> 00:15:47,300

so your existing employees

425

00:15:47,300 --> 00:15:49,533

have them talk about if they wish

426

00:15:49,700 --> 00:15:52,766

I have them talk about how working at your company

427

00:15:52,766 --> 00:15:54,700

has really expanded their

428

00:15:54,700 --> 00:15:56,833

horizon in their career in their skill set

429

00:15:56,833 --> 00:15:57,433

etcetera etcetera

430

00:15:57,833 --> 00:16:01,200

it's also nice for the hiring manager to show up

431

00:16:01,266 --> 00:16:04,433

in a video if you have a high performing person

432

00:16:04,500 --> 00:16:06,666

who's looking at a number of job openings

433

00:16:06,666 --> 00:16:08,100

and this one

434

00:16:08,100 --> 00:16:11,033

has a little video from the hiring manager saying

435

00:16:11,033 --> 00:16:13,266

this is what success looks like for me

436

00:16:13,366 --> 00:16:15,766

that gives them an opportunity to actually

437

00:16:15,833 --> 00:16:18,466

almost experience that person a little bit

438

00:16:18,466 --> 00:16:19,966

it's not the same as having an in person conversation

439

00:16:21,766 --> 00:16:25,333

but at first blush it gives them more data

440

00:16:25,333 --> 00:16:25,966

more information to

441

00:16:26,966 --> 00:16:29,833

and it makes you stand out as an organization

442

00:16:30,033 --> 00:16:30,300

and then

443

00:16:30,300 --> 00:16:31,966

you have to be specific about what you're looking

444

00:16:31,966 --> 00:16:32,566

for

445

00:16:32,566 --> 00:16:36,033

let folks who aren't the people that you want to apply

446

00:16:36,133 --> 00:16:37,733

let themselves select out

447

00:16:37,866 --> 00:16:39,233

because you've been specific

448

00:16:39,233 --> 00:16:40,933

about what you're looking for

449

00:16:41,333 --> 00:16:42,466

so all of those things you know

450

00:16:42,466 --> 00:16:43,766

they're all sorts of

451

00:16:43,833 --> 00:16:45,566

tips and tools that you can use

452

00:16:45,566 --> 00:16:47,000

during the interviewing

453

00:16:47,033 --> 00:16:49,766

during the recruiting and interviewing process

454

00:16:49,833 --> 00:16:51,233

putting together a this what a

455

00:16:52,100 --> 00:16:52,233

a a in the life looks like

456

00:16:53,566 --> 00:16:55,366

you know all those kinds of things

457

00:16:55,366 --> 00:16:57,233

they're just slightly different

458

00:16:57,233 --> 00:16:58,933

they help you to stand out

459

00:16:58,933 --> 00:17:01,433

but they also help you to attract

460

00:17:01,433 --> 00:17:03,866

really high performing talent yeah

461

00:17:03,866 --> 00:17:04,500

I love that

462

00:17:04,500 --> 00:17:05,966

I feel like some of what you're talking about is

463

00:17:05,966 --> 00:17:07,633

the culture you know

464

00:17:07,633 --> 00:17:08,333

when you're talking about recruiting

465

00:17:08,900 --> 00:17:10,800

is a marketing exercise

466

00:17:10,900 --> 00:17:13,366

because I also think it makes me think of like

467

00:17:13,366 --> 00:17:16,000

I don't know if you know who Alex Formosi is

468

00:17:16,033 --> 00:17:17,433

absolutely yeah

469

00:17:17,833 --> 00:17:21,166

and I know that his company is very

470

00:17:21,166 --> 00:17:21,433

he very driven young people who are eager and you

471

00:17:25,833 --> 00:17:28,233

and ready to roll and and great

472

00:17:28,766 --> 00:17:31,266

and they cultivate that environment

473

00:17:31,266 --> 00:17:33,766

but that may not be everyone's environment

474

00:17:33,766 --> 00:17:36,366

and it might not be what you're looking for

475

00:17:36,433 --> 00:17:38,666

it goes back to you talking about your vision

476

00:17:38,666 --> 00:17:40,266

what is your vision

477

00:17:40,266 --> 00:17:41,066

for what you want this business to be

478

00:17:42,033 --> 00:17:44,666

for who you want to be a part of this business

479

00:17:44,666 --> 00:17:48,100

would you agree I would agree 1,000%

480

00:17:48,100 --> 00:17:50,633

and actually you said it much better than I usually do

481

00:17:50,866 --> 00:17:51,766

you're right

482

00:17:51,900 --> 00:17:56,433

every type of worker is not right for your environment

483

00:17:56,433 --> 00:17:59,333

maybe you do have a hard driving

484

00:17:59,466 --> 00:17:59,966

you know

485

00:17:59,966 --> 00:18:01,633

grinding environment

486

00:18:01,633 --> 00:18:03,500

and I'm not saying anything negative about grinding

487

00:18:03,500 --> 00:18:04,933

we all have to do it occasionally

488

00:18:04,933 --> 00:18:07,866

but you know maybe you have a really high pressure

489

00:18:07,866 --> 00:18:09,600

high performing environment

490

00:18:09,766 --> 00:18:11,333

and that is high core value for your company

491

00:18:13,833 --> 00:18:15,033

and so that means

492

00:18:15,033 --> 00:18:17,200

you're gonna be looking for a certain type of people

493

00:18:17,433 --> 00:18:18,866

a certain type of person

494

00:18:18,866 --> 00:18:21,566

but maybe your environment is more driven by

495

00:18:21,566 --> 00:18:23,433

understanding clients

496

00:18:23,500 --> 00:18:23,966

and being consulting and being empathetic

497

00:18:26,533 --> 00:18:28,766

so then you're looking for a different kind of person

498

00:18:28,766 --> 00:18:30,100

and that's why the vision is so important

499

00:18:31,033 --> 00:18:31,633

because if you plug in

500

00:18:32,700 --> 00:18:34,466

there are high performers and high performers

501

00:18:34,466 --> 00:18:36,033

but they have different trait you know

502

00:18:36,033 --> 00:18:37,633

different people have different traits

503

00:18:37,700 --> 00:18:38,033

504

00:18:38,033 --> 00:18:40,766

if you take a high performer that doesn't have a trait

505

00:18:40,766 --> 00:18:43,700

that plugs in to what your ultimate vision is

506

00:18:43,700 --> 00:18:45,266

they're not gonna be successful

507

00:18:45,266 --> 00:18:45,666

yeah I love that

508

00:18:46,333 --> 00:18:49,033

it's been a long time since I've interviewed thankfully

509

00:18:49,300 --> 00:18:51,466

and that interview process has changed a bit

510

00:18:51,466 --> 00:18:54,433

over the last 30 years so you know

511

00:18:54,966 --> 00:18:56,333

tell me a little bit more

512

00:18:56,333 --> 00:18:59,066

cause you talked about posting it and you know

513

00:18:59,466 --> 00:19:02,766

back in the day it was posted but in like newspapers

514

00:19:02,900 --> 00:19:05,966

hahaha so now it's indeed and it's Elance and you know

515

00:19:08,066 --> 00:19:09,100

all that other type of thing

516

00:19:09,100 --> 00:19:11,000

so tell me a little bit about the process

517

00:19:11,000 --> 00:19:15,033

if you tried all of your connections

518

00:19:15,333 --> 00:19:18,766

and were not successful in finding the person and

519

00:19:18,766 --> 00:19:19,000

and I'm gonna say this too

520

00:19:20,233 --> 00:19:22,066

if you don't mind I'm gonna add this in

521

00:19:22,100 --> 00:19:23,666

there's a difference between a job

522

00:19:23,666 --> 00:19:25,966

post and a job description

523

00:19:26,000 --> 00:19:27,133

we like to say you know

524

00:19:27,133 --> 00:19:29,200

the job post is what goes on online

525

00:19:30,266 --> 00:19:33,033

but the job description is rich in detail

526

00:19:33,033 --> 00:19:34,933

and actually what they do

527

00:19:34,933 --> 00:19:35,933

do you agree

528

00:19:35,966 --> 00:19:38,233

my little HR brain is doing the happy dance

529

00:19:38,233 --> 00:19:40,433

you are absolutely right

530

00:19:40,500 --> 00:19:42,400

there is a big difference between a

531

00:19:42,400 --> 00:19:44,400

job description and a job posting

532

00:19:44,500 --> 00:19:45,833

a job description is an internal human resources

533

00:19:49,300 --> 00:19:51,200

slash personnel document

534

00:19:51,300 --> 00:19:52,133

it's used for a number of things

535

00:19:53,633 --> 00:19:56,133

mostly having to do with specifying

536

00:19:56,133 --> 00:19:58,000

what some of the job skills

537

00:19:58,066 --> 00:20:01,166

requirements are what Trump some of the job duties are

538

00:20:01,233 --> 00:20:01,833

and PS

539

00:20:01,833 --> 00:20:04,566

always have a line in there that says something like

540

00:20:04,566 --> 00:20:05,333

akin to and other duties as assigned

541

00:20:07,166 --> 00:20:09,233

because you don't want to lock yourself in

542

00:20:09,366 --> 00:20:12,066

but a job description will also be used

543

00:20:12,066 --> 00:20:14,733

if you're dealing with a workers comp situation

544

00:20:14,833 --> 00:20:17,500

and someone is released to come back to work

545

00:20:17,633 --> 00:20:19,333

but they have certain restrictions

546

00:20:19,500 --> 00:20:20,833

whether or not the company

547

00:20:20,833 --> 00:20:22,666

can accommodate those restrictions

548

00:20:22,666 --> 00:20:23,933

the very first thing you're going to do

549

00:20:23,933 --> 00:20:25,866

is look back at the job description

550

00:20:25,866 --> 00:20:26,433

to figure out

551

00:20:26,433 --> 00:20:29,300

what are the essential functions of the job

552

00:20:29,300 --> 00:20:31,033

when you're doing performance reviews

553

00:20:31,033 --> 00:20:32,533

you wanna look back at the job description

554

00:20:33,533 --> 00:20:35,033

what's required of that job

555

00:20:35,033 --> 00:20:37,300

so job description is very important

556

00:20:37,300 --> 00:20:40,500

but it is an internal personnel document

557

00:20:40,500 --> 00:20:41,500

it doesn't mean you don't share it

558

00:20:41,500 --> 00:20:45,166

with the employee but it's not external facing

559

00:20:45,700 --> 00:20:48,500

a posting is an advertisement

560

00:20:48,500 --> 00:20:50,333

and I go back to the marketing piece

561

00:20:50,366 --> 00:20:54,633

it has a different goal the goal is

562

00:20:54,700 --> 00:20:56,233

certainly to explain

563

00:20:56,300 --> 00:20:59,400

what some of the important elements of the job are

564

00:20:59,500 --> 00:21:00,700

to help someone figure out

565

00:21:00,700 --> 00:21:02,500

whether or not they have the skill set

566

00:21:02,500 --> 00:21:04,133

to even apply for the job

567

00:21:04,133 --> 00:21:05,066

but again

568

00:21:05,066 --> 00:21:08,666

to sell your organization and to sell the opportunity

569

00:21:08,666 --> 00:21:11,066

that is very different from a job description

570

00:21:11,066 --> 00:21:13,533

so just throwing a job description on a posting

571

00:21:13,633 --> 00:21:15,666

is not going to get you what you need

572

00:21:16,066 --> 00:21:17,533

and yes you do post

573

00:21:17,533 --> 00:21:17,800

you know

574

00:21:17,833 --> 00:21:20,733

either broad or very niche based job boards

575

00:21:21,800 --> 00:21:22,833

but and this is something that I have historically

576

00:21:25,300 --> 00:21:28,266

not been very good at I'm a very good HR generalist

577

00:21:28,300 --> 00:21:28,900

recruiting is kind of as a kid say

578

00:21:30,733 --> 00:21:32,033

not my jam so

579

00:21:32,033 --> 00:21:33,633

that's not the thing

580

00:21:33,633 --> 00:21:36,566

that I absolutely have loved to do in my career

581

00:21:36,733 --> 00:21:38,100

so if you have the opportunity

582

00:21:38,900 --> 00:21:39,733

outsource it

583

00:21:39,733 --> 00:21:40,966

we have a staffing division

584

00:21:40,966 --> 00:21:42,466

and my staffing director

585

00:21:42,466 --> 00:21:44,700

has taught me how to interview after

586

00:21:44,700 --> 00:21:44,966

you know

587

00:21:44,966 --> 00:21:46,266

being in the industry for

588

00:21:46,266 --> 00:21:47,666

you know 1,000 years

589

00:21:47,666 --> 00:21:50,666

and also she's exceptional at her job

590

00:21:50,833 --> 00:21:53,333

and so if you do have the opportunity

591

00:21:53,333 --> 00:21:55,066

to work with a professional

592

00:21:55,133 --> 00:21:57,266

then do it because you're going to get

593

00:21:57,266 --> 00:21:58,166

the number of resumes

594

00:21:58,166 --> 00:22:00,566

you're going to get in response to a posting

595

00:22:01,633 --> 00:22:03,933

we have other things to do as business owners

596

00:22:03,933 --> 00:22:06,500

so kind of trolling through 100

597

00:22:06,500 --> 00:22:07,366

resumes a day and you're lucky if it's only 100 a day

598

00:22:10,466 --> 00:22:11,666

drilling through 100 resumes

599

00:22:11,666 --> 00:22:13,966

a day is not something that's going to make you

600

00:22:13,966 --> 00:22:15,366

most effective at your job

601

00:22:15,366 --> 00:22:17,100

let's put it that way yeah

602

00:22:17,100 --> 00:22:18,466

so no absolutely

603

00:22:18,466 --> 00:22:19,533

go ahead yeah

604

00:22:19,533 --> 00:22:21,166

so if you can outsource it

605

00:22:21,166 --> 00:22:22,833

do it if you can't

606

00:22:22,866 --> 00:22:24,033

then you know

607

00:22:24,033 --> 00:22:25,400

put together a system or an SOP for yourself

608

00:22:27,100 --> 00:22:29,166

so that you're clear on how you're going to screen

609

00:22:29,166 --> 00:22:30,166

these resumes

610

00:22:30,300 --> 00:22:32,366

but more important than going through the resumes

611

00:22:32,366 --> 00:22:34,933

and this is where I have historically fallen down

612

00:22:34,933 --> 00:22:38,033

on the job you've got to prepare for that interview

613

00:22:38,233 --> 00:22:39,766

you cannot you know

614

00:22:39,766 --> 00:22:42,233

back in the day I was notorious for

615

00:22:42,233 --> 00:22:43,900

I have an interview Friday at 3:00

616

00:22:43,900 --> 00:22:47,233

it's Friday at 2:55 and the person just arrived

617

00:22:47,233 --> 00:22:48,533

they're in the lobby okay

618

00:22:48,533 --> 00:22:49,833

let me where's that resume again

619

00:22:49,833 --> 00:22:51,500

I grab the resume I look at it

620

00:22:51,500 --> 00:22:53,733

I call them in I start talking to them

621

00:22:53,733 --> 00:22:55,300

that is not preparation

622

00:22:55,566 --> 00:22:58,400

and if you're talking about a high performer

623

00:22:58,433 --> 00:23:00,900

you know when someone comes to interview with me

624

00:23:00,900 --> 00:23:03,666

and they don't know anything about the company

625

00:23:03,666 --> 00:23:05,900

particularly in this day and age

626

00:23:05,900 --> 00:23:07,866

I mean it's not even deep research

627

00:23:07,866 --> 00:23:09,633

it's just googling you know

628

00:23:09,633 --> 00:23:11,366

everyone is online

629

00:23:11,366 --> 00:23:13,533

they have some sort of a presence online

630

00:23:13,533 --> 00:23:14,400

so if they walk in

631

00:23:14,400 --> 00:23:16,433

and they don't know anything about the company

632

00:23:16,933 --> 00:23:19,266

then that is not a candidate that I think highly of

633

00:23:19,266 --> 00:23:21,100

because they haven't done their homework

634

00:23:21,100 --> 00:23:23,466

and I know that they're wasting my time

635

00:23:23,466 --> 00:23:25,966

and they're not respecting the process well

636

00:23:25,966 --> 00:23:28,866

by the same token if I bring someone in

637

00:23:28,866 --> 00:23:30,900

and I haven't looked at that resume

638

00:23:30,900 --> 00:23:32,066

figured out what they do

639

00:23:32,066 --> 00:23:33,833

what is the information I need to know

640

00:23:33,833 --> 00:23:35,633

that is not on that resume

641

00:23:35,700 --> 00:23:37,266

what information is on the resume

642

00:23:37,266 --> 00:23:39,766

that I need more data about

643

00:23:39,800 --> 00:23:41,666

if I haven't prepared

644

00:23:42,066 --> 00:23:45,433

then I'm being disrespectful to them

645

00:23:45,433 --> 00:23:47,633

and I am wasting their time

646

00:23:47,633 --> 00:23:48,500

it's a Yin and Yang

647

00:23:48,500 --> 00:23:52,333

you really have to have the most valuable experience

648

00:23:52,333 --> 00:23:54,133

for both sides again

649

00:23:54,133 --> 00:23:56,766

you want to get information from them about

650

00:23:56,833 --> 00:23:59,333

past experiences and past successes

651

00:23:59,333 --> 00:24:02,033

and past not so successful experiences

652

00:24:02,033 --> 00:24:03,533

and you want to

653

00:24:03,533 --> 00:24:05,533

give them a full picture of the organization

654

00:24:05,566 --> 00:24:08,166

another thing I've been very guilty of selling

655

00:24:08,166 --> 00:24:10,466

the whole time in the interview

656

00:24:10,533 --> 00:24:13,400

silence is your friend ask questions

657

00:24:13,833 --> 00:24:15,533

go ahead and get it that you know

658

00:24:15,533 --> 00:24:18,400

and continue to ask the question behind the question

659

00:24:18,500 --> 00:24:18,833

660

00:24:18,833 --> 00:24:20,166

tell me about an experience

661

00:24:20,166 --> 00:24:22,966

where you didn't meet the client's expectations

662

00:24:23,166 --> 00:24:24,966

what was that how did you deal with it

663

00:24:24,966 --> 00:24:26,466

so they tell you the story

664

00:24:26,466 --> 00:24:28,066

what could the company have done to

665

00:24:28,066 --> 00:24:29,633

what do you feel the company might have done to

666

00:24:29,633 --> 00:24:30,866

support you more on that

667

00:24:30,866 --> 00:24:32,133

they tell you the story

668

00:24:32,133 --> 00:24:32,566

how do you deescalate the situation

669

00:24:34,533 --> 00:24:36,666

they'll tell you that when you dig

670

00:24:36,666 --> 00:24:38,633

when you keep digging and asking the question

671

00:24:38,633 --> 00:24:39,800

behind the question

672

00:24:40,100 --> 00:24:41,333

that's when you get to the answer

673

00:24:41,333 --> 00:24:42,333

that most people ask me is

674

00:24:42,333 --> 00:24:44,100

how do you know people are telling the truth

675

00:24:44,100 --> 00:24:46,600

well you keep asking the question behind the question

676

00:24:46,666 --> 00:24:49,133

and you can't do that if you're not prepared

677

00:24:49,133 --> 00:24:51,233

so it's really important to prepare

678

00:24:51,466 --> 00:24:53,333

oh I love all of this Vicky

679

00:24:53,333 --> 00:24:53,900

you are wealth of information

680

00:24:55,100 --> 00:24:57,566

just that little segment alone is gonna see

681

00:24:57,566 --> 00:24:59,833

be so valuable for our listeners

682

00:24:59,833 --> 00:25:01,900

so thank you for joining me today

683

00:25:01,900 --> 00:25:02,866

so tell everybody

684

00:25:02,866 --> 00:25:04,733

what is the best way for people to reach out to you

685

00:25:04,733 --> 00:25:06,033

if they say you know what

686

00:25:06,033 --> 00:25:07,700

I know I need to grow my team

687

00:25:07,700 --> 00:25:10,033

I know I need some great performers

688

00:25:10,533 --> 00:25:11,400

I or I know I need to follow some HR

689

00:25:12,966 --> 00:25:14,733

compliance rules and things

690

00:25:14,733 --> 00:25:16,533

and I need to find out more about it

691

00:25:16,533 --> 00:25:18,166

what would be the the step to reach out to you

692

00:25:19,966 --> 00:25:21,500

well we have kind of a hub

693

00:25:21,500 --> 00:25:23,666

where they can get additional information

694

00:25:23,866 --> 00:25:25,466

and also get a little gift

695

00:25:25,733 --> 00:25:26,900

that we have for the listeners

696

00:25:26,900 --> 00:25:27,333

697

00:25:27,333 --> 00:25:30,566

I'm not gonna force everybody to spell or say Domino's

698

00:25:30,566 --> 00:25:33,233

so you can just go to Vicky Brown HR

699

00:25:33,233 --> 00:25:34,500

that's Vicky with a y

700

00:25:34,500 --> 00:25:39,100

so Vicky Brown HR dot com slash podcast gift

701

00:25:39,100 --> 00:25:41,866

and from there it'll connect you to all of our socials

702

00:25:41,866 --> 00:25:44,133

and you know you'll also get the gift and other

703

00:25:44,133 --> 00:25:46,133

other information about getting in touch with us

704

00:25:46,133 --> 00:25:47,233

that's fantastic well

705

00:25:47,233 --> 00:25:48,166

thank you for that special gift for our listeners

706

00:25:50,900 --> 00:25:54,100

and Vicky this has been such a great education

707

00:25:54,100 --> 00:25:57,466

and I loved learning that you sing opera

708

00:25:57,500 --> 00:25:58,866

and have that creative bit

709

00:25:58,866 --> 00:25:59,033

but

710

00:25:59,033 --> 00:26:00,966

I also love learning that there are people out there

711

00:26:00,966 --> 00:26:02,700

like you helping people who

712

00:26:02,700 --> 00:26:05,500

who need the help who haven't spent the time

713

00:26:05,500 --> 00:26:07,100

and don't really want to spend the time

714

00:26:07,100 --> 00:26:08,233

to learn the HR

715

00:26:08,266 --> 00:26:09,733

rules or you know

716

00:26:09,733 --> 00:26:11,133

how to find the best people

717

00:26:11,133 --> 00:26:13,333

so thank you so much for joining me today

718

00:26:13,433 --> 00:26:15,466

well thank you it was my pleasure

719

00:26:17,300 --> 00:26:18,800

thanks for listening to the 6 figure

720

00:26:18,800 --> 00:26:20,366

Business Mastery podcast

721

00:26:20,633 --> 00:26:22,533

if you enjoyed listening to this episode

722

00:26:22,533 --> 00:26:24,433

and you are ready to leverage video marketing

723

00:26:24,433 --> 00:26:26,033

on all online platforms

724

00:26:26,033 --> 00:26:28,366

or maybe even start your own video podcast

725

00:26:28,533 --> 00:26:30,333

then you need to check out the done for you

726

00:26:30,333 --> 00:26:32,933

and done with you program at the Marketing VA

727

00:26:32,933 --> 00:26:36,500

advantage.com and take your business to the next level